Category Archives: Valuing Diversity

Stand up to Racism, TUC and UNISON invites you to

Posted on March 14, 2024 by | Leave a comment

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The Year of the Black Worker

Posted on January 19, 2024 by | Leave a comment


2023 was the Year of the Black Worker (YOBW2023), which was a key national and regional campaign. Thanks to all the hard work and efforts of branch Officers, Stewards and BC members for their significant contribution to making the year a success. Thank you to all our members who took part, from organising events, to encouraging others to get active and involved in the YOBW2023 campaign. However, the work doesn’t end there! We look forward to continuing to build on what we’ve achieved last year, to sustain the legacy to generate real change in our workplace, union and communities.

2024 brings us the Year of the LGBT+ worker, and we look forward to seeing what we can achieve together!

As an effective and organising branch, we continue to not only defend and protect UNISON members but also to ensure that our employers are not complacent but continue to keep equality on top of their agenda and make substantial strides in the area of equalities.
Camden continues to work to become a truly inclusive organisation by putting diversity and inclusion front and centre of its projects.

Mentoring Programme

Camden announced the upcoming launch of the much-anticipated Mentoring Programme in December 2023. This initiative is just one part of its wider progression work, and it aims to foster professional and personal growth by empowering staff with an enhanced mentoring experience tailored to their individual goals. Camden have taken previous learnings and after careful consideration, consultation and evaluation have decided to embrace a mentoring platform called PushFar. This platform is an online interactive tool for connecting mentors and mentees together.
By implementing PushFar, Camden aim to streamline its mentoring processes and create a more efficient and personalised experience for both mentors and mentees. This dedicated platform offers a comprehensive range of resources and tools that will empower Camden to make informed decisions when selecting suitable mentors and mentees. It offers targeted recommendations, allowing for a seamless self-matching experience. The platform considers specific career objectives, skillsets, expertise, industry experience, and more, ensuring that our employees are matched with mentors who possess the knowledge and insights necessary to accelerate their development.
As Camden prepares to roll out this exciting programme, they shared some key details with staff and provide insights into the benefits it will bring to the workforce.

The primary purpose of the Mentoring Programme is to enhance skill development, cultivate leadership abilities, and foster meaningful relationships within the organisation. The Council firmly believe that harnessing the potential of talented individuals through mentorship will result in increased employee engagement, job satisfaction, progression and overall productivity.
In the coming weeks, Camden will be sharing more detailed information about the Mentoring Programme and providing instructions on how to access and utilise the PushFar platform. Additionally, they will be organising training sessions and interactive workshops for prospective mentees and mentors.

This programme is open to all individuals, across all services and levels. Camden encourage all interested, regardless of their current roles or aspirations, to consider becoming a mentor or mentee and actively participate in this opportunity for growth, where staff can not only learn more about themselves but can also support others on their respective professional journeys.

Camden hope to create a culture of self-empowerment, foster stronger connections, and unlock everyone’s full potential.

Stay tuned for further updates!

Reporting Discrimination

Creating safe, trustworthy and accessible routes for reporting discrimination is a key part of Camden’s Race Equality Action Plan and its work to create a truly inclusive organisation. Camden’s work in this area is a key commitment of its inclusion agenda – and have been clear from the outset that they will take their time and work together with staff and trade unions to create something meaningful and which will make a real difference.
Camden is committed to become a truly anti-racist organisation with a zero-tolerance approach to discrimination in all its forms – and creating routes for staff to report any discrimination that they see, hear or experience, that feel safe and that they can trust, is a big priority for the Camden according to senior management.

In late 2021, the Council set up a working group which included staff network members, Union leads and members of HR to discuss the issues with the current process and what an improved approach might look like.

Camden is now ready to pilot a new approach to reporting discrimination at work – to offer staff a safe space to report discrimination that they see, hear or experience in confidence.
Camden will be introducing a brand-new Reporting Discrimination for a three-month period – and they are now inviting staff to apply to be a part of it. They are looking for 10 to 12 members of staff to join the hub.


How will the Reporting Discrimination Hub work?

The hub will be made up of a diverse group of 10 to 12 colleagues with a variety of lived experiences, skills and expertise. The recruitment of hub members has started. Find out more and how to apply to be involved in essentials. See link below.

The hub members will provide a safe and supportive space for staff to report any discrimination they may see, hear, or experience at work. Staff will be able to talk about what has happened on a one-to-one basis with someone who would not be involved in any next steps the victim may decide to take and who they can trust to be objective.

The hub will not be a place to get HR advice and it will not replace other routes for reporting discrimination. Staff will still be able to report through Camden’s reporting line, speak to their line manager and/or HR Business Advisor and reach out to their Trade Unions and staff network.
You can read more about these reporting routes here.

Through the hub, Camden hope to get a better understanding of the incidents happening across the organization – to guide its ongoing work to make sure everyone feels safe, welcome and included. Any data collected in the process will be anonymized and confidentiality is guaranteed.

It is acknowledged that, experiencing discrimination is a very difficult experience that can lead to trauma, anxiety and depression. It is important that those who have experienced discrimination are provided with appropriate support.

 

 

 

 

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UNISON stands with migrant workers in Qatar – beyond football

Posted on December 2, 2022 by | Leave a comment

UNISON has been campaigning about the lack of LGBT+ rights in Qatar and about the horrific treatment of migrant workers there – without whom there wouldn’t even be the stadiums where the World Cup matches are being played. Thousands of migrant workers have died building them, and we stand with migrant workers campaigning for their rights and for financial reparations to the families of those who died building the stadiums and the surrounding cities and infrastructure.

Read more about it in the link below:

UNISON stands with migrant workers in Qatar – beyond football | Article, News | News | UNISON National

							

	
			

				
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CBWG Annual General Meeting


			

				Posted on November 30, 2022 by  | Leave a comment
			


				

				


 


The CBWG Annual General Meeting (AGM) was held on Wednesday, 23rd November 2022 as a hybrid meeting in person and on MS Teams. The Chair, Hugo Pierre, welcomed people to the meeting and highlighted that it was the CBWG’s 40th anniversary year. The CBWG had had a 40th anniversary gala event at the Irish Centre in October at which one of the early founders, Azim Hajee, and Neville Lawrence had addressed the audience. Neville had thanked the trade union movement for their support of the campaign for justice for his son (photos and videos of anniversary gala available in the CBWG page of this website).


Lester Holloway, the editor of The Voice newspaper, addressed the meeting via MS Teams. He highlighted that – for the last 20 years – Black unemployment had been at least twice as high as white unemployment. Earnings for ethnic minority workers also tended to be lower, and this had an impact on level of home ownership and inter-generational wealth transfer, as poorer families were less able to buy homes and had less wealth to pass onto their children.

He also highlighted the impact of the coronavirus lockdowns, which had harmed workers in precarious employment who were not always able to benefit from furlough schemes. This had followed on from the effects of years of austerity, which had disproportionately harmed racial minority communities.


Lester also spoke of the importance of trade unions in fighting for better terms and conditions for workers and warned of the pending future attacks on trade unions by the Conservative government. He condemned the government’s drive to leave the European Convention on Human Rights and draft its own “British Bill of Rights”.


After Lester Holloway, Camden Unison Branch Secretary, Liz Wheatley, addressed the meeting. She echoed Lester’s points about austerity and lockdown having disproportionately hit many low-paid Black and minority ethnic workers. She pointed out that the rich had continued to get richer, while many others suffered financially. There were now more than 170 billionaires in the UK; and the Prime Minister, his wife and in-laws were also very rich. Given his affluence and that of many other ministers, the Conservative government led by Rishi Sunak did not appreciate the problems ordinary people faced and was not interested in tackling them.


Liz also said that the recent furore over people crossing the Channel on small boats and the plan to force asylum seekers to go to Rwanda were illustrations of the danger of scapegoating of migrants and refugees to divert attention from austerity. She said that Camden Unison would stand alongside other groups in campaigning against this.


Liz Wheatley added that, given the scandals around Boris Johnson and the fact that Liz Truss had been forced out after less than 50 days, the Conservative government was weak and it might be possible for workers in dispute to win concessions from them. She said that activists from Camden Unison had supported the CWU and RMT on the picket line in their disputes.


Vino Sangarapillai and ‘Jare Oyewole, the Co-Convenors, spoke to illustrate highlights of their written reports. In particular, progress had been made in terms of increasing the proportion of employees from Black and minority ethnic backgrounds and there had been an increase in representation at the top of the structure. ‘Jare said the Council had pledged to have no “all-white shortlists” for roles at Level 5 and above.


The meeting heard from members on the various concerns they had about the way that restructures had taken place and how interviews were conducted. It was also noted that “blind” recruitment was not really possible as, for internal applicants, the information they provided on the form in terms of outlining their achievements would identify who they were to the recruiter.


The meeting then heard from one of the Council’s Diversity and Inclusion Programme Officers. The presentation was about the Council’s Anti-Racism Learning Offer (ARLO), which more than 80% of staff had participated in. Face-to-face sessions had been available for staff who were not office or computer-based. The aim of her service was to embed the learning from the ARLO in the organisation. A 2-hour E-learning module was also being developed. This would be mandatory for staff.


Finally,


the following officers were elected to the CBWG Executive:


• Chairperson – Hugo Pierre

• Convenors – ‘Jare Oyewole and Vino Sangarapillai

• Treasurer – Judy Frederick


• Communications Officer – Jahnelle Hutton-Parr


• Executive members –

• Dolly Akin-Agunbiade

• Clive Collins

• Asif Iqbal

• Muna Matewos

• Sandra Soteriou

• Lioko Mabika

• Emma Le Blanc


 


 

							

	
			

				
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Disability History Month


			

				Posted on November 29, 2022 by  | Leave a comment
			


				

				


 


In UNISON, 2022 has been the Year of the Disabled Worker, which has been a great opportunity for UNISON to review and update our policies, and to campaign for better workplaces for disabled staff. UNISON has been holding webinars and online meetings throughout the year, as well as having regional meetings and of course our annual conference for disabled members.


Camden UNISON was really pleased that two of our members, Asif and Brenda, attended UNISON’s National Disabled Members Conference a few weeks ago. They’ve come back with lots of information, and some ideas about how we can continue the work we did with disabled staff drawing up the Charter to build on it and put it in to practice.


Camden UNISON has regularly taken up cases and represented members who have a disability to make sure that they aren’t treated differently or get the adjustments that they are entitled to so that they are not discriminated against at work. Camden UNISON has an elected Equality Officer who, along with other Branch Officers, can give advice if needed to all of our local stewards when they are representing members with a disability. Some of our stewards have disabilities and their experience is important in both raising how our branch can highlight issues and campaigns that affect our disabled members, and in making sure what they’re learnt is shared with other stewards to help when representing members.




We have represented members right up to Employment Tribunal level and have had a number of successful cases over the years. We regularly encourage members to register that they have a disability, and to complete the Wellbeing Passport – doing these now is a good thing anyway, but also really helps if there is any unequal or unfair treatment in the future.


We also think that campaigning collectively is important – that’s how we get changes in organisations and in society – and so have taken part in all kind of rallies, lobbies and protests. We have been part of the successful campaign to make BSL a recognised language, joining the rally in Trafalgar Square along with our members and the children from Frank Barnes School here in Camden, and are keen for staff to be taught some basic phrases so that we are part of making the services our members provide as inclusive as possible.


If you want any more information, support or representation, or would like to help campaign with Camden UNISON, then email us at unison@camden.gov.uk


 

							

	
			

				
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Asif Iqbal’s BSL bill interview to Camden Unison


			

				Posted on April 27, 2022 by  | Leave a comment
			


				

				


Asif has kindly agreed to give Camden Unison an interview on the day that the British Sign Language bill is being approved by the House of Lords.


The approval of this bill is an historical event which follows years of campaigning. Asif has been involved in the campaign from the beginning and represents deaf and disabled Camden Unison members as well as being directly involved in the changes Camden is implementing.


YouTube videos of Asif intervening at Unison National meetings for disabled member are also available  through Unison National website.

							

	
			

				
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Sexism and the Police


			

				Posted on October 11, 2021 by  | Leave a comment
			


				

				


The last few days have demonstrated that the police force is institutionally sexist as well as racist, and male violence against women and girls in the Met police force is an ongoing issue. Wayne Couzens, the officer who raped and murdered Sarah Everard isn’t one bad apple. In the last 18 months, almost 200 Met police have faced allegations of sexual assault, sexual harassment or other sexual misconduct. And yet only 4 were either suspended or had duties restricted, and only 2 have gone to court in the last decade. Of the almost 800 Met police who have faced sexual misconduct allegations in the last decade, only 83 have been sacked. This is not acceptable.


Police officers nicknamed Couzens ‘the rapist’ – they clearly knew he was a threat to women, and they joked about it. The Met Police have issued a statement saying no colleagues raised concerns about his behaviour and he passed his vetting – whilst asking us to have confidence in that vetting process! They then gave ‘advice’ on what to do if you are stopped by the police. Apparently we should ask “very searching questions” like where are your colleagues, where have you come from, why are you here, exactly why are you stopping or talking to me? If you are still worried, the advice is to shout out to a passer-by, run into a stranger’s house, wave a bus down or….call the police. Not one of these would have stopped Couzens from using his official police ID to arrest Sarah. And when have we ever got answers when questioning the police if they are arresting you? What’s more, it’s an insult to say that women should have to take these actions to be safe – surely this responsibility lies with the Met Police?


There was another court case last week involving the Met Police. The judges ruled that they had grossly violated the human rights of a woman, Kate Wilson, by deceiving her into having a sexual relationship whilst being ‘undercover’ and infiltrating political and campaigning groups. They ruled that she had experienced degrading treatment at the hands of the officer, and that senior officers either knew and chose not to act, or were ignorant and negligent. Last year after Nicole Smallman and Bibaa Henry had been murdered, Met police took and shared photos including selfies by their bodies. Misogyny runs deep in the Met.


As Council officers many UNISON members have to work with the police, and we would like to see steps taken to make sure we are safe and do not experience police racism and sexism. There needs to be clear guidelines about the relationship with the police, the expectations of their behaviour and what we can do when this does not work. We also carry out lone working in many of our jobs and we need proper support, training and mechanisms in place to keep us safe.


Camden UNISON and UNISON nationally have a majority of women members. Our safety is a trade union issue and we stand with and campaign alongside those who challenge the sexism we face in society and from institutions like the Metropolitan Police.

							

	
			

				
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				Posted on May 26, 2021 by  | Leave a comment
			


				

				


Trade unions are about how we organise collective resistance, about solidarity and unity. Whenever we are divided, we are weaker, and when we are weak those in power stay there unchallenged running a system that goes unchallenged. Racism runs through every aspect of society and needs to be challenged everywhere.


As members of a trade union though, we can come together in our workplaces to discuss and organise how we can fight racism. Sometimes this is about how policies are systematically used in a disproportionate way, sometimes like during the protests after the murder of George Floyd, it’s about taking action like the Teamster union members who refused to take protesters to the police station in their buses despite police orders. At the meeting we’ll hear from speakers who have been organising against racism and racist events, and will have chance to discuss what we can do too.


So please do try to come along to the Camden UNISON meeting.


 


Liz Wheatley

Branch Secretary

Camden UNISON

London Borough of Camden


 


 


 

							

	
			

				
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Stop Trump!


			

				Posted on January 7, 2021 by  | Leave a comment
			


				

				




This week we saw the legacy of Trump’s time as US President. From the Make America Great Again (MAGA) campaign to the racist rhetoric and policies, he has mobilised a dangerous far right movement and dramatically polarised US society.




Thousands of his supporters marched in Washington and then some entered the Capitol building, waving the pro-slavery Confederate flag. Trump had prepared for this day – it’s the result of him telling the ‘Proud Boys’ to stand by, of saying there were ‘good people’ on both sides when Heather Heyer was killed in Charlottesville for protesting against white supremacists, of his systematic scapegoating of migrants, Black people, Muslims and Latinx.




This encouraged the racists, they had one of their own in the White House who spent most of last year denouncing the Black Lives Matter movement and defending the killer of two Black Lives Matter protestors in September.




Since the November election, Trump repeatedly denied losing, not just as an attempt to challenge the result in the Supreme Court, but also as a way to mobilise his supporters – if it wasn’t for those cheating liberals, he’d still be in the White House was his claim.




So on December 20 Trump tweeted, “Statistically impossible to have lost the 2020 Election, Big protest in DC on January 6th. Be there, will be wild!”




Trump’s supporters had very different treatment at the hands of the police and National Guard than the Black Lives Matter protestors last year. This week, according to the Washington Post, “In a city on high alert, in a building with its own 2000-officer police department, people forced their way in with nothing more than flagpoles, riot shields and shoves.” Since then, pictures have surfaces of the police inside the building taking selfies with them. Compare this to the huge mobilisation of the National Guard up the steps of the Capitol building when people marched against the murder of George Floyd.




Unfortunately, the opposition to any campaign by Trump and his supporters is unlikely to come from Democratic politicians – they have had four years to build a movement against his racism and undemocratic politics and given very little challenge. It’s also worth remembering that even here, all the politicians who this week have condemned Trump have previously been happy to meet with him, to invite him over for state visits and some, like Priti Patel, want to bring in similar policies. When Jeremy Corbyn refused to dine with Trump and instead joined the massive protests in London against his state visit, other politicians and all the press at the time criticised him for not showing ‘respect’ to Trump.




The best way for us to counter Trump, his racist policies and his supporters including those over here is to continue to mobilise for Black Lives Matter, to continue to fight for funding our NHS including proper pay for health workers, and against the austerity that is used to divide us.




What you can do:








 






 






 




These are all campaigns that Camden UNISON proudly supports

							

	
			

				
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Disability History Month 18 Nov-18 Dec 2020


			

				Posted on December 2, 2020 by  | Leave a comment
			


				

				
Camden UNISON is proud to have signed up to the Camden Disability Network’s Charter, and some of our members are actively helping to co-ordinate the Network. Here Asif outlines the aims and plans of the Network and gives details of how you can get in touch and involved.


 


Camden Disability Network Mission Statement


 


Disabled staff across the organisation have recently come together to re-establish Camden Disability Network, and to support the organisation in ensuring it is inclusive of everyone’s needs, fostering a working environment that is equal for all.


 


“The network aims to ensure that all staff feel able to declare their disabilities and become positive role models for their disabled colleagues. Through the network we want to empower disabled staff, celebrate their talents and help them to achieve their hopes for the future.” 


                                                                                                                                                       Camden Disability Network, November 2020


 


Camden Disability Network offers support for disabled staff across Camden Council. This is a safe space to express views or concerns, a platform for everyone’s voice to be heard and to influence decisions across the organisation. We will work together to ensure equal participation for all. We are committed to making the CDN a truly inclusive, equal and respectful place for disabled staff.


 


Camden Disability Network’s vision


 


    

  • We want Camden to be an organisation where staff members are not identified by their disability, but are seen as people
    • 

  • We want to be able see the talents and potential of all staff, regardless of their disability, and ensure that Camden provide reasonable adjustments when needed
    • 

  • We want all Camden Council workplaces and public spaces, as well as programs and services, to be accessible
    • 

  • We want to make our workplace somewhere where people with disabilities can be, and want to be, their best selves
    • 

  • In the immediate term we want to provide internal support to staff. In the long term we want to instigate projects to help engage the wider community of Camden and recognise the needs, interests and concerns of disabled residents.
    • 



 


How Camden Disability Network will help Camden to achieve this vision:


 


    

  • Working with HR to review HR policies, and ensure disabled staff are protected, according to the Equality Act 2010 and relevant case law
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  • Encouraging open and honest conversations between all parts of Camden and other organisations
    • 

  • Increasing disability awareness
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  • Working closely with the Rainbow Group, Camden Black Worker’s Group, and other Employee Support Groups, and Trade Unions
    • 

  • Promoting Disability History Month to raise awareness of disabled staff for all staff
    • 

  • Producing the Disability Charter
    • 

  • Acting as a disability and change champion
    • 



 


The Network’s core beliefs


 


    

  • Disabilities are a natural part of life. Anyone can acquire a disability at any time
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  • Many of the difficulties faced by disabled people are a result of attitudes and environments, and not the disability itself
    • 

  • Disabilities positively affect and enhance the diversity of our community
    • 

  • The term ‘disability’ is not to be viewed as something negative, a taboo, or something which makes an individual in any well less than others
    • 



 


Everyone should have the opportunity to express their strengths, abilities, and talents:


 


    

  • Discussing disabilities is to be encouraged in order to help people
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  • Data about disabilities is treated with confidence at all times
    • 



Summary of what Camden Disability Network has achieved so far:


Camden Disability Network


    

  • Camden Disability Network aims to welcome disabled staff, colleagues who work with disabled staff or residents or communities.
    • 

  • Camden Disability Network Working Group aims for Executive Board overview of disability issues will cover review policies, consultation, communication, working with senior management, etc
    • 

  • Set up Camden Disability Network Yammer Group – If you are interested, you can join Camden Disability Network Yammer to contribute your disability, resources, ideas, stories, etc.
    • 



    

  • Heads of Services to advise Team Managers to promote the Camden Disability Network through to their members of staff
    • 



Disability History Month – 18th November 18th December 2020


    

  • Camden Disability Network is launched new Logo and email banner signature
    • 

  • Jenny Rowlands, Chief Executive’s statement of support for Disability History Month and Disability Network via Essentials
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  • Promote staff personal stories i.e. if staff have a role model or anyone who has inspired them internally or externally.  We are keen to promote awareness of disabled staff internally and externally through Essentials, Yammer and Twitter
    • 

  • Disability History Month conversation video will be on Essentials and Yammer on 18th November 2020.
    • 



https://lbcamden.sharepoint.com/sites/intranet/communications/Pages/today-marks-the-start-of-disability-history-month-2020.aspx


    

  • Disability History Month: resources to support and inform:
    • 



https://lbcamden.sharepoint.com/sites/intranet/communications/Pages/disability-history-month-resources-to-support-and-inform.aspx


    

  • Promoting training sessions: Emma Watson and Emma Chimonidou, Executive Member of Disability Network Working Group, will be running 3 x dyspraxia sessions on 19th, 24th November and 1st and 17th December 2020 during Disability History Month.
    • 



    

  • Camden Disability Network delighted to be working in partnership with Islington Disabled Staff Forum as they share the following lunch time drop in training sessions to all Camden and Islington staff.
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Spotting the signs and positive relationships


Wednesday 18 November – 12 to 1pm


How to sign


Wednesday 25 November – 12 to 1pm


Rethinking Disability


Wednesday 2 December – 12 to 1pm


End the Awkward! Conversation


Wednesday 9 December – 12 to 1pm


Undoing Barriers


Wednesday 16 December – 12 to 1pm


    

  • Camden Disability Network is proud to announce that Camden Council will provide a purple light at 5PS offices on Thursday 3rd December 2020 to celebrate International Day for Disabled People and recognise disabled staff’s great achievements and value their contribution to Camden. This will include signing the Camden Disability Network’s Disability Charter as well.
    • 

  • Camden Disability Network Charter will be signed by Jenny Rowlands, Chief Executive and Councillor Gould, Leader on Thursday 3rd December 2020 in conjunction with the celebration of the International Day for Disabled People.
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Disability Champion


    

  • Camden Council will seek a Disability Champion role that can be used to engage/ involve with disabled staff and to raise the profile of Camden Council.
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Working partnership with Islington Disabled Staff Forum


    

  • Recently we have met Islington Disabled Staff Forum to see how we can work in partnership, share information and network as it could be beneficial for our long term planning.
    • 



 


Asif Iqbal


 

							

	
			

				
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